Diploma In Strategic Human Resources Management
Human resource management is the strategic approach to the effective management of people in a company or organization such that they help their business gain a competitive advantage. It is designed to maximize employee performance in service of an employer’s strategic objectives.
Strategy is a multi-dimensional concept going well beyond traditional competitive strategy concepts. Strategies are broad statements that set a direction. Strategies are a specific, measurable, obtainable set of plans carefully developed with involvement by an institution’s stakeholders. These action statements are linked to an individual or individuals who are accountable and empowered to achieve the stated result in a specific desired timeframe. They are patterns of action, decisions, and policies that guide a group toward a vision or goals. Strategic human resource management is designed to help companies best meet the needs of their employees while promoting company goals. Human resource management deals with any aspects of a business that affects employees, such as hiring and firing, pay, benefits, training, and administration. Human resources may also provide work incentives, safety procedure information, and sick or vacation days. Human Resource Management involves management functions like planning, organizing, directing and controlling
- It involves procurement, development, maintenance of human resource
- It helps to achieve individual, organizational and social objectives
- Human Resource Management is a multidisciplinary subject. It includes the study of management, psychology, communication, economics and sociology.
- It involves team spirit and team work.
- It is a continuous process.
Strategic human resource management is the proactive management of people. It requires thinking ahead, and planning ways for a company to better meet the needs of its employees, and for the employees to better meet the needs of the company. This can affect the way things are done at a business site, improving everything from hiring practices and employee training programs to assessment techniques and discipline.
In Human Resource (HR) and management circles nowadays there is much talk about Strategic Human Resource Management and many expensive books can be seen on the shelves of bookshops. But what exactly is SHRM (Strategic Human Resource Development), what are its key features and how does it differ from traditional human resource management?
SHRM or Strategic human resource management is a branch of Human resource management or HRM. It is a fairly new field, which has emerged out of the parent discipline of human resource management. Much of the early or so called traditional HRM literature treated the notion of strategy superficially, rather as a purely operational matter, the results of which cascade down throughout the organization. There was a kind of unsaid division of territory between people-centered values of HR and harder business values where corporate strategies really belonged. HR practitioners felt uncomfortable in the war cabinet like atmosphere where corporate strategies were formulated.
Upon successful completion of this course, you will be able to:
- List the steps in the recruitment and employee-selection process;
- Discuss methods of employee compensation and benefits and their impact on employee motivation; and
- Explain the importance of hiring and retaining the right employees.
SECTION 1: HUMAN RESOURCE MANAGEMENT
SECTION 2: HUMAN RESOURCE ANALYTICS
SECTION 3: FUNCTION OF HUMAN RESOURCE MANAGEMENT
SECTION 4: STRATEGIC HUMAN RESOURCE MANAGEMENT
SECTION 5: THE ROLE OF STRATEGIC HUMAN RESOURCE MANAGEMENT IN PRINCIPLES OF MANAGEMENT
SECTION 6: TALENT MANAGEMENT
SECTION 7: PAY STRUCTURES